Discussion

Student 1

Any organization must have a clear understanding of the difference in roles in leadership and management. Leadership is visionary, with motivated followers who portray a team-building spirit. It involves proactively coming up with a course of action, communicating the same, and leading others to accomplish it. Leaders are influential because of their ability to empower their followers (Stefan, 2019). Management involves following countless planning of activities by following strict organizational rules and commanding the attention of the same through subordination. Management calls for collaboration with other managers particularly during resource allocation, dispute resolution, and negotiation procedures. Managers are authoritative because they exercise power over their subordinates. They usually apply the reactive approach (Stefan, 2019).

Leadership and Management on Change Implementation in an Organization

Change resistance in an organization is usually caused by the impact of disagreements between leaders and managers. Lack of mutual goals results in efforts to gain more power over the others, which ends up creating a bigger lift. Many factors may necessitate change, such as technological advancement and efficiency optimization (Stefan, 2019). Leaders and managers ought to work as a team dedicated to achieving common goals, without compromising their respective responsibilities.

When implementing change, leaders should motivate the workforce while managers use their authoritative power to ensure that those changes are implemented successfully. Disputes among the leaders and managers should be avoided because they should complement each other for better organization performance. Any successful company requires an organized and disciplined workforce, which is well-motivated and empowered (Stefan, 2019). Leadership and management need to co-exist for better performance.

Leadership and Management on Work Performance

Work performance calls for a well-structured plan on which direction to follow. The management is responsible for formulating such plans, while leadership shows the workforce how to follow the plan. Work performance highly depends on the availability of resources, and the management is responsible for ensuring that the resources are readily available. On the other hand, leaders are responsible for coming up with team building activities. The activities give the workforce a sense of belonging, which fuels their capacity to perform better after using the available resources (Stefan, 2019). Leadership should focus on the future of the organization, while management should work on ensuring that every-day activities are done

References

Stefan, H. (2019). Enterprise Risk Management (Modern Approaches to Balancing Risk and Reward). Creating Value Through ERM Process, 49-158. doi:10.1007/978-3-658-25357-8_3

Student 2

Change has turned out to be the most discussed topic in the modern landscape of business. With the increasing advancement in data management through IT adoption, organizations are continually debating on better approaches to manage business process. With this in mind, leveraging has become the most mainstreaming discourse for which technology adoption results in better data management (Bratton, 2020). However, in every project management process, change is inevitable. This is because a project often goes to a point in which changes occur, resulting in the change of the course. For instance, introducing new technology requires that new skills of use are adopted or could be the improvement of the previous.

From the argument presented by Bratton, we can realize that management strategies depend on leadership skills and capacities to relay the development of service and product improvement (Bratton, 2020). The skills are the major aspects that promote the change of the project in an organization. Given that there is poor management in an organization, leadership structures are disorganized including how to engage employees to be in the know of change necessity. In this manner, leadership is considered improper. Thus poor environment for which change in attitude could be achieved.

In order to successfully deliver on change management, there must be a clearly defined process of leadership where roles and responsibilities allotted to every department is run in relation to the performance needs. This means, therefore, that having a well-accounted leadership strategy creates a proper management plan for which employees are allowed to share their views on how to better data management and operations in such a way that promotes unique and quality performance to the organization (Bratton, 2020). In order to achieve proper leadership performance, there must be metrics that measure the satisfaction of employees as well as the customers. For instance, a leader must possess emotional contagion skills in order to give room for the other parties to think along the same lane.

References

Bratton, J. (Ed.). (2020). Organizational leadership. Sage.